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Quarter of UK businesses don’t offer emotional or practical support for their seriously ill staff

Press release 2 December 2020.

Employees have poor understanding of what they’re offered in practice

A quarter (23%) of UK businesses do not offer any form of emotional or practical support to employees if they are diagnosed with a serious illness such as cancer or heart disease, according to research* revealed by GRiD, the industry body for the group risk sector.

Of those who do offer support, the most prevalent types of provision are a phased return to work plan (43%) and emotional support, such as counselling (42%). Other common forms of support offered include: 

  • practical support, such as access to rehabilitation (35%)
  • line manager training (28%)
  • access to medical specialists such as oncologists (27%)
  • access to a second medical opinion (23%)
  • employer pays for treatment (21%)
  • physiotherapy (17%)

 However, when asked about what support they believe their employer might offer them should they be absent through ill health, of those employees who thought they would have support over and above Statutory Sick Pay, only 7% thought they’d be given access to counselling and just 3% thought their employer would offer physio. The reality of what employers make available in practice is much higher than the expectation of employees – a clear opportunity for employers to improve their communications.

Katharine Moxham, spokesperson for GRiD said, “Serious and critical illnesses are often unforeseen, and that can make them difficult to prepare for. But, unfortunately, they’re not uncommon, so it’s important that employers consider this aspect when putting together their health and wellbeing programmes.”

Using British Heart Foundation statistics** as an example, around 7.4 million people are living with heart and circulatory disease in the UK, 1.4 million alive today have survived a heart attack and over 900,000 people in the UK are living with heart failure. Life doesn’t suddenly return to normal for these individuals – they may well require support on many fronts for a significant period of time, be that help in getting a second medical opinion, accessing treatment, specialists and consultants, rehabilitation, physiotherapy or counselling.

The needs of those with serious illnesses are complex and multi-layered, with one medical issue often leading on to other secondary problems, mental health concerns and financial worries. Employers can’t second guess what their staff need when their health takes a turn for the worse – some may need medical support, others emotional or financial support. Indeed, employees themselves won’t know in advance how a situation may affect them.

Katharine Moxham, spokesperson for GRiD continued: “When employers are looking at how to support their staff best, it’s important to offer a wide range of help. Trying to offer support on a standalone basis for the changing needs of an individual is not only expensive but it’s also nigh on impossible to cover every eventuality.

“The good news is that such support is often readily available, embedded within the products for employer-sponsored life assurance, income protection and critical illness benefits, so employers need to investigate these when looking to support their workforce.”

Some of these benefits may well be included within existing health and wellbeing benefits that employers already have in place, so employers should review what they have. It’s equally important that the detail of current benefits is communicated to staff, so they have a good understanding of the support available and know how to utilise it.

Moxham concludes: “Our research shows a disconnect between what benefits and support employers offer, and what employees believe they’re offered. It’s vital that employers let staff know what support is available, particularly for serious illnesses, so it’s front of mind when it’s needed.” 

  • Ends –

* Research undertaken during January 2020 by Opinium on behalf of GRiD amongst 500 HR decision makers and 1,165 UK employees.

** https://www.bhf.org.uk/what-we-do/news-from-the-bhf/contact-the-press-office/facts-and-figures#:~:text=There%20are%20around%207.4%20million,the%20single%20biggest%20killer%20worldwide

If one of your company’s staff are diagnosed with a serious illness (such as cancer) (whether absent or not), do you provide emotional/practical support?

Base size:

All (employer) participants: 500

All (employer) participants who offer support: 383

Phased return to work

33%

43%

Emotional support, such as counselling

32%

42%

Practical support, such as access to a rehabilitation specialist

27%

35%

Line manager training

22%

28%

Access to medical specialists such as oncologists

21%

27%

Access to a second medical opinion

18%

23%

We pay for treatment

16%

21%

Physio

13%

17%

No, we can’t afford it

10%

-

No, it isn’t our responsibility

9%

-

No, but we’re planning to in the next 12 months

4%

-

How does your company support you if you’re absent through ill-health or injury?

Base Size:

All workers: 1165

All workers who are offered some benefits over and above Statutory Sick Pay: 915

Full pay for first 6 months

20%

26%

Full pay for first 3 months

13%

16%

Only Statutory Sick Pay

11%

-

Full pay for the first month

9%

12%

Full pay for the first year

9%

11%

Reduced pay for the first 3 months

6%

7%

Access to emotional support such as counselling

5%

7%

Reduced pay for the first year

4%

5%

Reduced pay for the first month

4%

5%

Access to private healthcare

3%

4%

Reduced pay for the first 6 months

3%

4%

Access to physical support such as physio

2%

3%

Reduced pay for the first two years or more

2%

3%

Reduced pay indefinitely until I return to work or retire

1%

1%

Other

1%

1%

N/A they don’t provide any support

11%

-

Don’t know

24%

31%

For further information please contact:

Sharon Mason 
SMUK Marketing and PR
smason@smuk.org.uk 
Mob: 07747 611773
Land: 01252 843350

Katharine Moxham
Spokesperson for GRiD
Katharine.moxham@grouprisk.org.uk
Mob: 07887 512508

Notes for editors

About GRiD

Group Risk Development (GRiD) is the industry body for the group risk sector, promoting the value to UK businesses of providing financial protection for their staff, enhancing their wellbeing and improving employee engagement. Our membership includes insurers, reinsurers, intermediaries and those operating in (or with other interests in) the UK group risk market. Together this forms a collective wealth of experience built over many years. Under the chairmanship of Steve Bridger (managing director, Aviva Health UK) GRiD aims to promote group risk through a collective voice to Government, policymakers, stakeholders and employers.

GRiD works with government departments and regulators involved in legislation and regulation affecting group risk benefits, and with other organisations involved in the benefits and financial protection arenas. GRiD also seeks to enhance the industry's standing by encouraging best practice and by participating in industry-wide initiatives such as the professional qualification in group risk managed jointly with the Chartered Insurance Institute.

GRiD’s media activity aims to generate a wider awareness and understanding of group risk products and their benefits for employers and employees.

GRiD's dedicated spokesperson, Katharine Moxham, provides expert media comment on a full range of group risk issues.

www.grouprisk.org.uk

Follow Katharine Moxham on Twitter @KMoxham

 

 

 

 

 

 

 

 

 

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